1+ months

Midwest MU Tech HR Partner

Minneapolis, MN 55405

Organization: Corporate Functions/Human Resources Location: Negotiable - Midwest Level: 9 - Specialist

Accenture is a leading global professional services company, providing a broad range of services and solutions in strategy, consulting, digital, technology and operations. Combining unmatched experience and specialized skills across more than 40 industries and all business functions underpinned by the worlds largest delivery network Accenture works at the intersection of business and technology to help clients improve their performance and create sustainable value for their stakeholders. With 505,000 people serving clients in more than 200 cities with operations across 51 countries, Accenture drives innovation to improve the way the world works and lives. Visit us at www.accenture.com.

People in the Corporate Function career track contribute to the running of Accenture as a high- performance business through specialization within a specific functional area, and grow into internally focused roles by deepening their skills and/or developing new skills within an internal functional area.

Human Resources professionals develop and execute HR strategies, programs and services across one or more parts of the employee lifecycle to attract, develop and retain a highly engaged and differentiated workforce that enables the execution of human capital and business strategies.

Job Description

HR Partners are the single point of contact in HR for our people and our practice leaders. We help our people thrive through building deep personalized relationships and proactively support them through their life, career and project experiences. We succeed in this role by knowing our people and business well.

Priority 1: Employee Focus Responsibilities

+ Serve as a trusted & single point of contact for NA Global Careers Program assignees

+ Provide employee coaching and guidance as a regular part of employees career experience to foster appropriate expectations and help bridge cultural gaps.

+ Provide employee support during the entire process of connecting people to projects, coaching people on best fit roles, based on a strong understanding of peoples interest and aspirations.

+ Proactively work with employees to ensure business critical employee information is up to date and accurate (Skills, myScheduling, PA, etc.)

+ High touch, one on one career discussions with employees within the boundaries of the NA Technology Career Experience.

+ Aims to provide a highly inclusive, truly human, NA Technology Career Experience

+ Accountable to take issues to closure in the areas of career development, engagement, compensation, training, performance achievement (performance counselling), GCP policy, pathway to permanency and visa issues impacting the GCP assignees career.

+ Help employees navigate the GCP organization and provide advice about broader performance and career goals in the context of the GCP Career Experience.

+ Provide visa lifecycle management support and guidance

+ Act as first point of contact for employee redressal (Complaints, Crisis situation, Exit Management).

+ Serve as the approver for Flexible Work Arrangements by coordinating with the projects.

+ Scaled process design, oversight, administration, and consistency Staffing, Chargeability, PA, Compensation, Green Card, mid-year, communications, leaves, visa denials and repatriation, GCP policy, audit and compliance.

+ Work closely with Talent Scouts to understand how the demand for talent is evolving.

Priority 2: Process and Business Support Responsibilities

+ Align HR Support to the practices of the host country geography ensuring a host country Career Experience and a high sense of Inclusion for our GCP people.

+ Liaise with Employee Relations, Legal and People Mobility to ensure compliance with local laws and practices.

+ Work closely with Host Country Field HR to integrate Career Advisory activities and outcomes with broader NA HR support.

+ Provide input into continuous improvement of the GCP Career Experience based on employee interactions and interactions with business leaders.

+ Work with business leaders to identify and propose the right talent for development programs.

+ Ensure adherence to global policies and processes and immigration requirements.

+ Understand and balance the impact of scheduling decisions on all of the business outcomes (overdue demand, productivity, labor cost, employee engagement, etc.)

+ Capability to understand and appreciate a projects perspective on unfilled demand, and be able to communicate status, challenges, action/support needed from the project, etc. in order to fill demand

Key Competencies

+ Business acumen; able to influence leadership and communicate with a diverse talent population

+ Strong executive presence: speak comfortably with Accenture Leadership to articulate a POV

+ Collaborative work style; willing to coach and to be coached by others

+ Trusted advisor to leadership

+ Strong organizational and time management skills

+ Partner with shared services (COE teams) to simplify and smoothly run talent processes

+ Relentlessly drive progress on numerous initiatives at the same time

+ Comfortable working across global teams; ability to balance schedule and priorities as needed

+ Strong verbal and written communication skills.

+ Strong coaching and partnering capability combined with a demonstrated ability to influence

Work Experience

+ Demonstrated experience working on both operational and strategic projects

+ Exposure to business partner work

+ Strong background in project planning, management, and execution

+ Able to drive complex actions to completion, across a wide range of individuals and teams

+ Good understanding of the services offered cross-Technology

+ Good understanding of Accenture's business and organizational structure

+ Strong communication and interpersonal skills, able to influence others

+ Successful track record working effectively in a virtual work environment

Ideally, past experience running talent processes such as performance achievement is a bonus, but key is having the ability to understand terminology of talent processes and familiarity with how some are run

Basic Qualifications:

+ Bachelors Degree or equivalent work experience, preferably with a focus in Human Resources Management or Business Management

+ Minimum of 2 years of work experience

Preferred Qualifications:

+ Prior scheduling experience, consulting experience or Accenture HR experience

+ Excel skills

Professional Skills:

+ Good communication and relationship management skills

+ Capability to understand and balance the impact of scheduling decisions on all of the business outcomes (overdue demand, productivity, labor cost, employee engagement, etc.)

+ Capability to understand and appreciate a projects perspective on unfilled demand, and be able to communicate status, challenges, action/support needed from the project, etc. in order to fill demand

+ Ability to remain confident under pressure and work with project teams collaboratively to address issues

+ Understanding of financial implications of workforce, level, location, contractor usage, etc. as they are filling demand.

+ Comfortable learning to use reporting tools and conduct analysis

+ Effective oral and written communication skills

+ Problem solving/research

+ Customer service/customer relationship management

+ Quality assurance/thoroughness

+ Creativity/innovation

+ Strong influence, negotiation and selling skills

+ Comfortable working in office and virtually

+ Collaborative, able to work across organizational entities and to build and maintain strong networks

+ Advocate for inclusion and diversity

+ Demonstrated leadership in professional setting; either military or civilian

+ Demonstrated teamwork and collaboration in a professional setting; either military or civilian

Equal Employment Opportunity Statement

Accenture is an Equal Opportunity Employer. We believe that no one should be discriminated against because of their differences, such as age, disability, ethnicity, gender, gender identity and expression, religion or sexual orientation. Our rich diversity makes us more innovative, more competitive and more creative, which helps us better serve our clients and our communities.

All employment decisions shall be made without regard to age, race, creed, color, religion, sex, national origin, ancestry, disability status, veteran status, sexual orientation, gender identity or expression, genetic information, marital status, citizenship status or any other basis as protected by federal, state, or local law.

Accenture is committed to providing veteran employment opportunities to our service men and women.

For details, view a copy of the Accenture Equal Opportunity and Affirmative Action Policy Statement

Requesting An Accommodation

Accenture is committed to providing equal employment opportunities for persons with disabilities or religious observances, including reasonable accommodation when needed. If you are hired by Accenture and require accommodation to perform the essential functions of your role, you will be asked to participate in our reasonable accommodation process. Accommodations made to facilitate the recruiting process are not a guarantee of future or continued accommodations once hired.

If you would like to be considered for employment opportunities with Accenture and have accommodation needs for a disability or religious observance, please call us toll free at 1 (877) 889-9009, send us an email or speak with your recruiter.

Other Employment Statements

Applicants for employment in the US must have work authorization that does not now or in the future require sponsorship of a visa for employment authorization in the United States and with Accenture. Candidates who are currently employed by a client of Accenture or an affiliated Accenture business may not be eligible for consideration.

Job candidates will not be obligated to disclose sealed or expunged records of conviction or arrest as part of the hiring process.

The Company will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. Additionally, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the Company's legal duty to furnish information.

Unless expressly indicated, this role is not open in the state of Colorado.


Posted: 2021-03-12 Expires: 2021-05-16

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Midwest MU Tech HR Partner

Minneapolis, MN 55405

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